4 Ways To Track Training Effectiveness

Delaney Caulfield

In the age of artificial intelligence, how do you really know if your employees have understood the assignment? And I mean that literally. You may think that you've created the most engaging, informative, and interactive course that's sure to blow your learners out of the water and make them overnight experts in the training topic, but how can you really know that they've not only read your content, but understood and retained it?

For the data lovers, you may turn to metrics, but is being solely numbers-driven the best way to measure a training program's effectiveness? If you asked your workers to complete a module on marketing on Monday, would they be able to answer a question about value propositions on Friday? Perhaps, or perhaps not. There are a few ways to know for sure.


Without further ado, here are four methods you can use to track the true effectiveness of your training program:

  1. Testing: If you want to see real results, test your learners on the topic before they take the course. Then, test them again once they've completed it. You may wish to do this immediately after, but consider waiting a few weeks, it will give you a better idea of how much the learners were able to retain. You just may be delighted by the results. However, if you find that there's not a noticeable increase in performance, then you've got a dud of a program on your hands. But don't fret! An expert in learning resource development can transform even the dreariest content into an effective training experience.

  2. Feedback: Turn to the source and ask your learners for their opinions on the training program. You may wish to conduct surveys to make this easy, or more in-depth interviews to get a fuller picture. If there are an overwhelming number of respondents telling you that it was unhelpful or a waste of time, it's time to rethink your learning strategy.

  3. Track and evaluate: Consider what the purpose of your training is - better job performance, increase customer satisfaction, etc. -- then observe and track the results to measure its effectiveness and whether your objectives were met.

  4. Records: As a long-term measurement, turn to the hall monitors of the corporate world - your HR team. They will have access to your employees' records, which will give you insight into promotion history, churn rate, hiring records, and more. Use your Nancy Drew skills to determine patterns and work backwards to come up with solutions to any problem areas you may uncover.

Stop wasting resources and time on a program that's ineffective or underperforming: Download our latest eBook now to uncover the secrets behind successful learning resource development and create engaging content that inspires your learners.

Download the Free Ebook

Delaney Caulfield

Delaney graduated from McMaster University with a Bachelor of Arts degree in English and Cultural Studies. After working in an assortment of industries, she spent nearly a decade sharpening her writing and editing skills in the fast-paced field of journalism. Now she works as an Instructional Designer with BaseCorp where she enjoys flexing her passion for learning and creativity.